The Influence of Technology in Human Resource Management

Information technology, also known as IT, has drastically changed the workplaces of the world in the past 50 years. The field of human resources has historically been restrain to a clerical or administrative role in the business atomic number 18na, dealing mainly with tasks like payroll or attendance. In the modern market, parvenu core HR responsibilities include recruitment and training, oversight of legal and regulatory compliance, benefits administration and the safeguarding of confidential employee information, along with m whatsoever more. These tasks cannot be carried out effectively without the role of high-tech tools.Advances in technology have not only made the handling of basic administrative tasks more efficient, they have expanded the role of HR and created new disciplines within the field. Database attention systems be a prime example of how technology has facilitated the growth and expansion of the HR field. Using a DBMS streamlines the management of employee inf ormation. Data entry and tracking, analysis of employee information, benefits administration and applicant tracking argon all made easier and less time consuming, with the information available and organized with the cowboy of a discover (Laudon and Laudon, 165).Human resource outsourcing is a rapidly growing field all on its own. Many businesses, small and large alike, are bend to HR specialization firms such as Aon Human Capital Services, Hewitt Associates, and Affiliated Computer Services. The Braun Consulting Group reported that while saving money is the understanding for outsourcing for about half of the companies surveyed, gaining outside expertise, improving service quality, and being able to focus on their core business were also cited as key motivators.These companies characteristically offer services in four principal areas of HR functionalities payroll, time and labor management, benefits administration, and HR management. Some of the most widely used packet applicat ions are payroll and compensation management software. Payroll software is designed to automate payroll tasks, including managing payroll tax issues like federal and state calculations. Additionally, payroll software emboldens in creating paychecks, filing tax forms, and creating employee tax records. Compensation management oftware automates salary reviews, plans, and budgeting to name a few. This software may be hosted in-house by the operating organization, or may be web-based. Web based providers include Oasis Outsourcing, Intuit, and Amycheck. These service providers have assisted small businesses and large corporations alike in streamlining payroll and benefits management. Employee recruitment and training are widely considered to be two of the most important tasks in human resource management. Attracting and retaining competent, reliable employees is necessary for success in any business.The advent of the Internet has drastically altered the way organizations search for can didates, and vice versa. The Internet allows businesses to reach a very much great pool of candidates with a greater range of knowledge, skills, and abilities, which in turn increases the odds of finding a good match for the position(s). Larger organizations often employ their HRIS departments in developing in-depth company websites with detail job descriptions and requirements, as well as the organizations mission statement and corporate culture, in an effort to attract employees that fit with the attitude and determine of the company.Smaller organizations cannot afford to create and maintain a large and often expensive website like this, but there are many options for outsourcing online recruitment. In rundown to outsourced companies, large job posting websites such as Monster. com are popular sites for people searching for jobs to post resumes and search for a wide range of openings. engineering science has also been implemented in training employees. E-learning is a widely used tool in employee training and development. The term E-learning includes any form of training make with electronic support.This includes online training and development, tele-class training, chat room training, and video training. The advantages of these forms of training include convenience and the ability to control the pace of the instruction. The use of this medium, however, should mainly be confine to teaching the basic concepts and skills needed for the job, with more in-depth classic training for more specific skills or needs (Smith and Mazin 69). Communication is the key to any change (Rudnick, 45). In any business, ffective communication between employees, managers, and customers is not just a nice perquisite, it is vital to the success (or failure) of the organization. The era of paper memos, faxes, and regular mail is on its way out the door. Email has rapidly become the most widely used form of communication in the business world. Instant messaging, internal datab ases, and bulletin boards are also well used to communicate with suppliers, employees, and customers alike (Laudon and Laudon, 191). The explosion of cellular phone and smartphone usage has also transformed the way organizations do business.Many organizations are allowing employees to work more hours from home, conducting business over the internet and phone. Hours are more flexible, and it is no longer necessary for a physical presence in the parting for a large portion of the work. Communications with customers are also altered. The Internet has opened a vast new market to many businesses. A webpage has the potentiality to introduce the company to millions of new customers, and also allows for easier payments, shopping, and ordering, all from home. Businesses also have an increased opportunity for improving customer traffic, thanks to the Internet.Feedback is available almost straightway via email, online discussion forums, and social media. The speed of the feedback allows or ganizations more time to troubleshoot problems and build relationships with satisfied, returning customers. In HR, this growth in the means of communication has opened new paths to employee relations as well. Many times, employees have avoided complaining about valid concerns due to fear of retaliation. The ability to send emails provides a relative anonymity that allows for more exemption of communication between the human resources department and a companys workers.This also allows more ready access to information such as disciplinal guidelines and employee handbooks carry throughing employees informed helps to improve the overall attitude of the workplace. One of the newest trends is social networking sites. Millions of people are registered with such sites as Facebook, MySpace, or LinkedIn. A TUC briefing on social media and HR lists some of the larger issues surrounding the use of these sites. Usage of these sites by employees certainly could be trouble for human resource man agers. There is the agitate that accessing these sites during work hours, on work stations, will interfere with productivity.Also, the conduct of employees on these websites has become a potential concern. Posts dealing with breaches of commercial confidentiality or undermining a companys reputation could potentially require disciplinary action. These issues are quieten controversial at this point. Many advances in technology pertain to assisting incapacitate people in performing everyday tasks that they would otherwise be unable to do. As Don Dalton says, these solutions remove the dis from various disabilities and make their transition into the workforce much easier.This allows companies to hire a more diverse staff and keeps them manipulable with EEOC. For people with physical impairments, Dalton lists a wide variety of available technology that can assist in using a computer, for example. The most cost effective is voice recognition software, but there are also many differen t types of keyboards as well as a head-mounted mouse controller that can be obtained for use in the workplace. Blind people also have options available. Speech synthesizers, document readers, and screen review packages give the blind the ability to access computer documents as easily as those who can see.These technologies and more allow companies to be compliant with the Americans with Disabilities Act of 1990. With this explosion of connectivity and technology in the workplace, security is also a huge concern. Hacker, theft, fraud and vandalism have been a classic worry of a businesss databases (Laudon and Laudon, 232). With the growing computer literacy of the workforce, and the growing use of computers at work for personal reasons, organizations are becoming more worried about threats from online sources to their networks. Malware became the lead story threat to businesss online security in 2007 (Dumitru, 2).While these problems may seem to be a problem for the IT department, the human resources department should also keep up to date on computer security as well. The information in employee files is sensitive, and every precaution should be taken to insure it stays private, including ruffian security policies as well as strong firewalls. The greatest tragedy in America is not the destruction of our natural resources, though that tragedy is great. The very great tragedy is the destruction of our human resources by our failure to fully utilize our abilities, which means that most men and women go to their graves with their music still in them. Oliver Wendell Holmes said it best. The abilities, knowledge, and talents of an organizations workforce are the biggest assets. Without qualified, motivated workers, any business great or small is doomed to failure. The past cubic decimeter years have been a remarkable tale of technological advances, however it should always be remembered that the technology is here to assist and uplift men in their endeavors, not replace them. These advances have transformed the field of human resource management from a minor departmental position to playing a key role in the development and growth of any organization.